UK Research and Innovation - Chair Candidate Prospectus
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UK Research and Innovation
Chair
Candidate Prospectus
February 2021
Page 1 of 19
Contents
1. Ministerial Foreword ............................................................................................... 3
2. Vacancy Description............................................................................................... 4
3. The Role................................................................................................................. 5
4. Person specification ............................................................................................... 7
5. Terms of Appointment ............................................................................................ 8
6. Pre-appointment Scrutiny ....................................................................................... 9
7. Timescales and Selection .................................................................................... 10
8. How to Apply ........................................................................................................ 10
Page 2 of 19
1. Ministerial Foreword
Dear applicant,
Thank you for your interest in the role of UK Research
and Innovation Chair. UK Research and Innovation
was created in 2018 in response to Sir Paul Nurse’s
review of the Research Councils. This brought
together nine separate organisations under one
strategic Board and corporate hub, while retaining the
skills, knowledge and perspectives of the former
organisations. This makes UKRI the primary public
funding body for research and development and a key
partner for government, universities, businesses and
industry.
The potential for UK Research and Innovation to
contribute to the UK economy and society is enormous, and the role of Chair is vital
to ensuring the success of that vision. This would be true at any time but is even
more essential in the context of diverse global shocks and trends including the
current pandemic, an increasing and ageing population and many environmental
stresses, where R&D holds some, if not all the answers.
The UKRI Board plays a central role in providing effective challenge to the UKRI
Executive and acting as the steward of UKRI’s mission and objectives. As Chair you
will joint leader of this endeavour, together with the UKRI CEO. I am looking to
attract the best possible candidates for the Government to work with, as we seek to
realise the potential for the UK from its world class research, development and
innovation ecosystem.
In making public appointments, I and my fellow Ministers are committed to ensuring
not only a fair and open recruitment process, but one that looks far and wide for the
best talent. Consequently, we particularly welcome applicants from diverse
backgrounds and my officials welcome dialogue about this and other senior roles in
the public sector. I trust you will find the information in this job pack of interest and
look forward to receiving your application.
Yours sincerely,
Amanda Solloway MP
Minister for Science, Research and Innovation
Page 3 of 19
2. Vacancy Description
The Organisation:
The creation of UK Research and Innovation (UKRI) in 2018 represented the largest
reform of the research and innovation funding landscape in the last 50 years. It
brought together the functions of the seven Research Councils1, Innovate UK, and
the research and knowledge exchange functions of the Higher Education Funding
Council for England (HEFCE), now established as Research England. These nine
bodies are now distinct components of UKRI, with coherence and overall direction
assured by the Board, CEO, CFO and Chair. The Higher Education and Research
Act 2017 (HERA), which underpins these reforms, received Royal Assent on 27 April
2017.
The UKRI Board’s role is to maximise value from government’s investment in
research and innovation of up to £8/9bn per annum and advise the Secretary of
State for Business, Energy and Industrial Strategy on the balance of funding
between research disciplines. It leads the overall strategic direction of research and
innovation funding in the UK, managing funds with cross-disciplinary impact, whilst
the Research Councils, Innovate UK, and Research England provide strategic
leadership to their disciplines and thematic areas and continue to control their own
delegated budgets. The Board also plays a fundamental role in assuring UKRI and
its Councils deliver value for the taxpayer and are efficiently and effectively run.
1
The Arts and Humanities Research Council (AHRC), the Biotechnology and Biological Science Research
Council (BBSRC), the Engineering and Physical Science Research Council (EPSRC), The Economic and Social
Research Council (ESRC), the Medical Research Council (MRC), the Natural Environment Research Council
(NERC), and the Science and Technology Facilities Council (STFC).
Page 4 of 19
3. The Role
The Chair of UKRI will play an integral role in guiding this young organisation along
its path to corporate maturity. The Chair will work with the CEO, the Board and the
Executive Chairs of UKRI’s nine Councils, leading UKRI in pursuit of its objectives,
ensuring its success, and the UK’s continued leadership globally on research and
innovation. The Chair acts as custodian for UKRI’s mission and objectives and is
responsible for overall direction and management of UKRI, ensuring that the Board
takes an effective governance role.
Page 5 of 19
Key Duties/ Objectives for the UKRI Chair
1. Formulating UKRI strategy – Ensure progress of a coherent strategic
approach across the organisation on cross-cutting research and innovation
priorities as well as UKRI and its Councils own corporate reform.
2. Work with the CEO to advise the Secretary of State on strategic priorities, the
case for investment into BEIS and spending review allocations to UKRI’s
Councils.
3. Build vital relationships with various partners aimed at realising the potential
of UKRI research and business to drive economically beneficial outcomes. In
particular engaging with the business and academic communities,
Government departments, Parliament and relevant all-party groups as well as
other public, private and third sector partners including those outside of the
UK to increase the relevance and economic impact of UKRI’s research.
4. Ensuring the UKRI board takes proper account of guidance provided by the
Secretary of State for Business energy and Industrial Strategy.
5. Ensuring that there is coordination and co-operation with the Office for
Students, the devolved higher education funding bodies and other key
partners.
6. Working with the Senior Independent Members of each Council to ensure that
UKRI’s Councils operate effectively and are able to discharge their remits
within UKRI.
Specific responsibilities include:
7. Chair board meetings, typically eight times a year, in a way that facilitates the
corporate pursuit of UKRI’s objectives and gives due consideration to the
interests of all stakeholders across academia and business.
8. Provide advice to the Secretary of State on appointments to the UKRI board
including the CEO and CFO. Support the CEO in recruitment of UKRI’s other
senior executive appointments.
9. Chair the Nominations and Remuneration Committee, which determines
senior executive pay policy and contracts, and corporate bonuses, and
appointments to research Council committees, as well as regular attendance
at the Audit and Finance Committee and attendance at the Strategy
Committee when required.
Page 6 of 194. Person specification
We are looking for an outstanding individual with a passion for and knowledge of
research and innovation to become Chair of UKRI.
Applications are sought from candidates who
are able to command the confidence of the
academic, business, higher education and
policy communities, promote effective
stakeholder engagement, guide and challenge
the development of UKRI’s organisational
approach, ensure the organisation is realising
the full benefits of reform and drive increased
value for money and impact from research and
innovation investments.
Essential Criteria
It is expected that you would be able to demonstrate all the following abilities and
attributes:
1. Ability to Chair and lead the Board and to develop, drive forward and
oversee strategic direction;
2. A passion for the role R&D can play in the UK economy and society;
3. Strong links to and credibility with industry and business, or demonstrable
ability to build significant credibility within those communities;
4. Exercise judgement across a broad spectrum of policy and management
issues;
5. Ability to engage with the breadth of UKRI stakeholders at senior level;
6. Show a strong understanding of governance and other governing body
management issues, including compliance and probity;
7. Ability to provide constructive challenge to the UKRI Executive and to drive
forward change in behaviour and practice across the organisation;
8. Promote and embed an inclusive culture.
Page 7 of 195. Terms of Appointment
Length of term:
The UKRI Chair will be appointed for a term of 4-5 years.
Time commitment:
1 day per week approximately.
Location:
London & Swindon.
Pay:
Annual renumeration package of £29,500 per annum for this commitment.
Member Liability
The Department will provide that where a Board member has acted honestly,
reasonably, in good faith and without negligence they will not have to meet out of
their own personal resources any personal civil liability which is incurred in the
execution or purported execution of their Board functions.
Standards in public life
Candidates must confirm that they understand the standards of probity required of
public appointees outlined in the ‘Seven Principles of Public Life’ drawn up by the
Committee on Standards in Public Life.
Conflicts of interest
Applicants must disclose information on personal connections, which if they were
appointed, could lead to a conflict of interest or be perceived as such.
It is very important therefore that all applicants provide appropriate details which
might be construed as being in conflict with the appointment for which they are
applying.
If it appears, from the information
provided on the form, that a
possible conflict might exist, or
arise in the future, this will be fully
explored with the applicant with a
view to establishing whether it is
sufficiently significant to prevent the
individual from carrying out the
duties of the post. The panel will do
this at interview stage.
Page 8 of 196. Pre-appointment Scrutiny
This role is subject to pre-appointment scrutiny by the Science and Technology
Select Committee. Pre-appointment scrutiny is an important part of the appointment
process for some of the most significant public appointments made by Ministers. It is
designed to provide an added level of scrutiny to verify that the recruitment meets
the principles set out in the Governance Code on Public Appointments.
The pre-appointment scrutiny aspect of the appointment has two parts.
First, information concerning the appointment and the Minister's preferred candidate
will be shared with the relevant select committee. As part of this process, you will
need to be content for your name and your CV to be shared with the Select
Committee as the Government's preferred candidate. You may also be required to
complete a pre-appointment hearing questionnaire which could include, among other
things:
• declarations of any relevant potential conflicts of interest;
• what you see as the priorities and key risks for the organisation;
• questions about how you would lead the board and work with stakeholders;
• your commitment to standards in public life and how you would handle being in the
public eye.
Normally any information provided to the select committee by the Government or a
candidate will be published.
Second, it is likely that the select committee will decide to call the Government's
preferred candidate to a public hearing before the select committee to answer
questions relating to their suitability to the role. You would not be expected to have
an in-depth technical knowledge of how the body works or an exact plan of what you
would do in the role, however you will be expected to provide a credible
representation of your understanding of the work of the body and what your role in its
future would be.
The proposed date for a pre-appointment hearing is yet to be confirmed.
The Government is committed to making the public appointments as accessible as
possible so that no one is deterred from applying. The Department will provide
support to you to help you prepare for the hearing and the clerks to the select
committee will also be available to discuss with you how the hearing will run. You will
also be supported by the Department in working with the select committee should
you require any adjustment to enable you to participate fully in the hearing process.
For more information about pre-appointment scrutiny, please see the Cabinet Office
Guidance: Pre-appointment scrutiny by House of Commons Select Committees
Page 9 of 196. Timescales and Selection
Process Date
Closing date 10/03/21 at 11pm
Shortlist panel meeting TBC
Panel interviews (held remotely) w/c 05/04/21 (this is subject to change)
PM decision on whom to appoint TBC
Pre-appointment scrutiny hearing TBC
The selection panel membership is planned to be:
• BEIS Representative and Panel Chair: Jo Shanmugalingam, Director
General, Industrial Strategy, Science and Innovation;
• Representative of Organisation: Professor Julia Black, UK Research and
Innovation Board Senior Independent Member;
• Senior Representative of the Science Community: Sir Patrick Vallance,
Government Chief Scientific Advisor; and,
• Senior Independent Panel Member: Perdita Fraser, General Member,
National Lottery Fund.
7. How to Apply
The closing date for applications is 11pm on 10th March 2021. Late
or incomplete applications will not be accepted.
For us to progress your application, you must submit both of the
following documents before 11pm on 10th March 2021:
• A curriculum vitae; and,
• A supporting statement (see note below on content)
by email, with the subject “UKRI Chair” to publicappointments@beis.gov.uk
We also ask that you complete an online application form, including referee
details and whether you wish to be considered under the Disability Confidence
scheme, which can be found here.
If you do not submit both a curriculum vitae and a supporting statement by 11pm on
10th March 2021, your application will not be progressed any further.
Your curriculum vitae and supporting statement must each be no longer
than two pages in length. If you submit documents which are longer than two pages,
Page 10 of 19any information not contained within the first two pages of each document will
be disregarded and will not be seen by the assessment panel.
Your supporting statement should:
• Cover how you meet all the criteria listed under the person specification;
• Be tailored to the role, describe what you would bring, describe your vision
for the role, highlight any previous career achievements etc.
As a Disability Confident Leader,
BEIS will offer interviews to disabled
candidates who meet the published
minimum requirements for a job or
role. If you wish to apply for
consideration under this scheme,
please complete the declaration in
the Diversity Monitoring Form
provided. It is not necessary to state
the nature of your disability.
Whether you choose to apply under the Disability Confident scheme or not, you can
still ask us to make particular adjustments for you when attending an interview.
Please note feedback will not be provided after the shortlisting stage. Only
candidates who attend an interview will be provided with feedback.
If you wish to discuss the role further or have queries about the requirements, please
contact seniorrecruitment@ukri.org and we will put you in touch with an appropriate
person to speak to.
If you have any questions about the application process, please contact Nadia Toma
at publicappointments@beis.gov.uk.
Page 11 of 19DIVERSITY AND EQUAL OPPORTUNITIES
The Department for Business, Energy and Industrial Strategy is committed to the principle
of public appointments on merit with independent assessment, openness and fairness of
process and to providing equal opportunities for all.
Applications are welcome from all, but we particularly encourage applications from women,
people from an ethnic minority, people with disabilities and other underrepresented groups.
Both UK nationals and international candidates are encouraged to apply and should have
a right to work in the UK.
BEIS offers professional training courses on public sector finance and governance for those
new to the public sector. BEIS works with Government Departments to ensure they have
the capacity to attract the widest field of candidates and to make the best possible
appointments. All applicants are asked to complete an anonymised Diversity Monitoring
Form used for data gathering information only in order to ensure Departments are recruiting
from the widest possible pool.
UK Research and Innovation believes that everyone has a right to be treated with dignity
and respect, and to be provided with equal opportunities to flourish and succeed within an
ethical and trusted working environment that enables them to do so and that is attractive
and accessible to everyone who is interested in developing their career with us.
We also value diversity of thought and experience and are committed to creating systems
that value difference so that everyone can feel welcomed, included and nurtured
throughout their time with us.
We know actions speak louder than words. For further information, please visit the UKRI
web page: ‘How we support EDI in the workforce’
CONFLICTS OF INTEREST
What is a conflict of interest?
Public Appointments require the highest standards of propriety, involving
impartiality, integrity and objectivity, in relation to the stewardship of public funds
and the oversight and management of all related activities. This means that any
private, voluntary, charitable or political interest which might be material and
relevant to the work of the body concerned should be declared.
There is always the possibility for real or perceived conflicts of interest to arise.
Both are a problem, as the perceived inference of a conflict may, on occasions, be
as damaging as the existence of a real conflict. It is important, therefore, that you
Page 12 of 19consider your circumstances when applying for a public appointment and identify
any potential conflicts of interest, whether real or perceived.
Surely a perceived conflict is not a problem, as long as I act impartially at all
times?
The integrity of the individual is not in question here. However, it is necessary for
the standing of the individual and the board that members of the public have
confidence in their independence and impartiality. Even a perceived conflict of
interest on the part of a board member can be extremely damaging to the body’s
reputation and it is therefore essential that these are declared and explored, in the
same way as an actual conflict would be. The fact that a member acted impartially
may be no defence against accusations of potential bias.
What should I do if I think I have a conflict of interest?
You will find a section on conflicts of interest in the application form for you to
complete. This asks you to consider and declare whether or not you have a real, or
perceived, conflict. If you are unsure if your circumstances constitute a possible
conflict, you should still complete this section, in order to give the Selection Panel
as much information as possible.
If I declare a conflict, does this mean I will not be considered for
appointment?
No - each case is considered individually. If you are short listed for interview, the
Panel will explore with you how far the conflict might affect your ability to contribute
effectively and impartially on the Board and how this might be handled, if you were
to be appointed. For example, it may be possible to arrange for you to step out of
meetings where an issue is discussed, in which you have an interest. However, if,
following the discussion with you, the Panel believes that the conflict is too great
and would call into question the probity of the Board or the appointment; they can
withdraw your application from the competition.
What happens if I do not declare a known conflict, which is then discovered
by the Department after my appointment?
Again, each case would be considered on its merits, but the Department may take
the view that by concealing a conflict of interest, you would be deemed to have
breached the Seven Principles of Conduct Underpinning Public Life and may
terminate your appointment.
What happens if I do not realise a potential conflict exists?
This situation may arise where the applicant is not familiar with the broad range of
work which a body covers and therefore does not realise that a conflict might exist.
In some cases, the Panel, with their wider knowledge of the body, might deduce
Page 13 of 19that there is a potential conflict issue, based on the information on employment
and experience provided by the candidate in the application form. They will then
explore this at interview with the candidate.
What happens if a conflict of interest arises after an appointment is made?
This could arise for two main reasons. The first is that the member’s
circumstances may change, for example, they may change jobs and in doing so, a
conflict with their work on the board becomes apparent. The second is where a
member is unfamiliar with the range of the work of the body, but after appointment,
it becomes clear that a conflict exists where none had been envisaged during the
appointment process.
In both cases, the issue should be discussed with the Chair of the board and the
Chief Executive of the body concerned, in consultation with the Sponsoring
Department, to decide whether or not the member can continue to carry out their
role in an appropriate manner and each case is considered individually.
It may be that the conflict is such that it would be impractical for the member to
continue on the board, if they would have to withdraw from a considerable amount
of the body’s routine business. In such, cases, the member may be asked to stand
down from the body.
Areas where a conflict could arise
There are five main issues, which could lead to real, or apparent, conflicts of
interest. These are:
Relevant pecuniary or other interests outside the organisation;
Relationships with other parties/organisations which could lead to perceived or
real split loyalties;
Pending Government Policy could give unfair personal advantage to people
with allied business interests – for example access to privileged information –
trade secrets;
Perception of rewards for past contributions or favours;
Membership of some societies or organisations.
BEIS GDPR PRIVACY NOTICE
This notice sets out how we will use your personal data, and your rights. It is made
under Articles 13 and/or 14 of the General Data Protection Regulation (GDPR).
YOUR DATA
Page 14 of 19We may process the following personal data:
name, contact details, employment history, qualifications, CV and other background
information relevant to your application including sift and interview assessments,
conflicts of interest, and political activity.
This may also include other information gathered as part of due diligence, including
information obtained from public sources.
Purpose / Whether the provision of personal data is part of a statutory or contractual
requirement or obligation and possible consequences of failing to provide the
personal data
To the extent that you are providing your personal data in relation to a BEIS
Public Appointments, the failure to provide this information will mean that we are
unable to progress your application for the positions advertised.
Our legal basis for receiving and using your data
Our legal basis for receiving and using this information is that BEIS and the Cabinet
Office have both a legal obligation, and public task, to collect this data to ensure that
high quality candidates are identified via robust recruitment processes in line with the
Governance Code for Public Appointment published pursuant to Article 3(1) of the
Public Appointments Order in Council 2019. If requested by the Commissioner for
Public Appointments, this information can be shared pursuant to Article 4 of the
Public Appointments Order in Council 2019.
We also process your data on the legal basis that it is necessary prior to entering into
a contract/terms of appointment to carry out pre-appointment checks. We may
process special category data which comes to light during due diligence checks
which has manifestly been made public by you, or where it is of substantial public
interest in order to carry out our functions If you have applied for a BEIS public
appointment we will share your information with the members of the Advisory
Assessment Panel. If requested, it may also be shared with the Commissioner for
Public Appointments pursuant to Article 4 of the Public Appointments Order in
Council 2019. This will be in a non-identifiable way.
We also process your data on the legal basis that it is necessary for the performance
of a task carried out in the public interest or in the exercise of official authority vested
in the data controller. This is enabled through section 149 of the Equality Act
2010. The specific category of personal data is necessary for the purposes of
identifying or keeping under review the existence or absence of equality of
opportunity or treatment between groups of people with a view to enabling such
equality to be promoted or maintained. It is not carried out for the purposes of
measures or decisions with respect to your application for a government public
appointment. You can choose not to declare this data.
Page 15 of 19Special category data is personal data revealing racial or ethnic origin, political
opinions, religious or philosophical beliefs, or trade union membership, and the
processing of genetic data, biometric data for the purpose of uniquely identifying a
natural person, data concerning health or data concerning a natural person's sex life
or sexual orientation.
Our legal basis for processing this information is documented above.
Recipients
If you apply or have been considered for a UK Government public appointment Information
you supply to BEIS as part of your application for a UK Government Public Appointment may
be shared with Cabinet Office.
Diversity data which may include age, gender, ethnicity, sexual orientation, recorded
disability, faith and geographical location, principal employment sector, number of
government public appointments held, and declarable political activity may be held in
a non-identifiable form for up to 5 years. This information may be shared with OCPA,
your name will not be included. This data may be published in summary form.
This data is shared with Cabinet Office IT suppliers in order to securely collect and
store the data. Contractual obligations in line with data protection law are placed on
our data processors to guard against loss of your data and require them to take all
reasonable steps to treat your data reliably and with integrity.
Retention period
Applicant data will be collected on behalf of the Office of the Commissioner for Public
Appointments (OCPA) via a secure section of the HM Government Public
Appointments website. BEIS may store your name, a summary of biographical
details you shared and the outcome of your application for up to 3 years.
Diversity data which may include age, gender, ethnicity, sexual orientation, recorded
disability, faith and geographical location, principal employment sector, number of
government public appointments held, and declarable political activity may
be held for up to 3 years. This information may be shared with OCPA in a non-
identifiable format, your name will not be included. This data may be published in
summary form.
The record of the sift and interviews will be held by BEIS for the duration of the post.
This data is shared with Cabinet Office IT suppliers in order to securely collect and
store the data. Contractual obligations in line with data protection law are placed on
our data processors to guard against loss of your data and require them to take all
reasonable steps to treat your data reliably and with integrity.
Your rights
Page 16 of 19You have the right to request information about how your personal data are
processed, and to request a copy of that personal data.
You have the right to request that any inaccuracies in your personal data are rectified
without delay.
You have the right to request that any incomplete personal data are completed,
including by means of a supplementary statement.
You have the right to request that your personal data are erased if there is no longer
a justification for them to be processed.
You have the right in certain circumstances (for example, where accuracy is
contested) to request that the processing of your personal data is restricted.
You have the right to object to the processing of your personal data where it is
processed for direct marketing purposes.
You have the right to object to the processing of your personal data where the
processing is necessary for the performance of a task carried out in the public
interest or in the exercise of official authority vested in the data controller, such as
the exercise of a function of the Crown, a Minister of the Crown, or a government
department; the exercise of a function conferred on a person by an enactment; the
exercise of a function of either House of Parliament; or the administration of justice.
Automated decision making
The existence of automated decision making, including profiling and information abou
how decisions are made, the significance and the consequences. The provision of the
information you provide is not connected with individual decision making (making a
decision solely by automated means without any human involvement) or profiling
(automated processing of personal data to evaluate certain things about an individual
International transfers
As your personal data will be stored on our IT infrastructure, and shared with our data
processors, it may be transferred and stored securely outside the European Union.
Where that is the case it will be subject to equivalent legal protection through the use
of Model Contract Clauses or the Privacy Shield scheme.
Complaints
If you consider that your personal data has been misused or mishandled, you may
make a complaint to the Information Commissioner, who is an independent regulator.
The Information Commissioner can be contacted at:
Information Commissioner's Office
Wycliffe House
Page 17 of 19Water Lane
Wilmslow
Cheshire
SK9 5AF
0303 123 1113
Email: casework@ico.org.uk
Any complaint to the Information Commissioner is without prejudice to your right to
seek redress through the courts.
Contact details
The data controller for Public Appointments is joint between the appointing
department, OCPA and the Cabinet Office. The Department for Business, Energy &
Industrial Strategy (BEIS). Contact details are, BEIS DPO at:
BEIS Data Protection Officer, Department for Business, Energy and Industrial
Strategy, 151 Buckingham Palace Road, Victoria, London SW1W 9SZ.
Email: dataprotection@beis.gov.uk
THE SEVEN PRINCIPLES OF PUBLIC LIFE
In 1995, the Committee on Standards in Public Life defined seven principles which should
underpin the actions of all who serve the public in any way. Consistent with the Governance
Code, applicants will be assessed on merit, and all candidates for public appointment will
need to uphold the standards of conduct set out in the Seven Principles of Public Life. These
will be tested as part of the selection process and the Selection Panel must satisfy itself that
all candidates for appointments can meet these standards; which are:
Selflessness
Holders of Public Office should take decisions solely in terms of the public interest. They
should not do so in order to gain financial or other material benefits for themselves, their
family, or other friends.
Integrity
Holders of Public Office should not place themselves under any financial or other obligation
to outside individuals or organisations that might influence them in the performance of their
official duties.
Objectivity
Carrying out Public Office business, including making public appointments, awarding
contracts, or recommending individuals for rewards and benefits, holders of public office
should make choices on merit.
Accountability
Page 18 of 19Holders of Public Office are accountable for their decisions and actions to the public and
must submit themselves to whatever scrutiny is appropriate to their office.
Openness
Holders of Public Office should be as open as possible about all the decisions and actions
that they take. They should give reasons for their decisions and restrict information only
when the wider public interest clearly demands.
Honesty
Holders of Public Office have a duty to declare any private interests relating to their public
duties and to take steps to resolve any conflicts arising in a way that protects the public
interest.
Leadership
Holders of Public Office should promote and support these principles by leadership
and example.
MAKING A COMPLAINT
If you feel your application has not been treated fairly and you wish to make a complaint,
you should initially send an email to: publicappointments@beis.gov.uk
If you are not content with our response, please contact the Commissioner for Public
Appointments at: publicappointments@csc.gov.uk
Further information on complaints procedure can be found on the Commissioner for Public
Appointment's website.
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